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Position Summary
The Vice President, Total Rewards is a senior executive responsible for the strategic design, governance, and execution of the company’s global compensation, benefits, and rewards programs. In the biotech environment - where competition for scientific, clinical, and technical talent is intense - this role ensures Total Rewards programs are market‑competitive, compliant, scalable, and aligned with the company’s business strategy.
Reporting to the Chief People Officer, this leader serves as a trusted advisor to the CEO, executive leadership team, and Board of Directors, balancing innovation, financial discipline, regulatory compliance, and employee experience to attract, motivate, and retain world‑class talent across the globe and in all functions.
At Illumina, Total Rewards is a strategic differentiator. The Vice President, Total Rewards plays a critical role across the employee experience so that Illumina advances discovery, development, and commercialization in a highly competitive and regulated landscape.
Scope of Responsibilities
Total Rewards Strategy & Leadership
Architect and lead a comprehensive Total Rewards strategy integrating base pay, variable incentives, equity programs, benefits, and recognition, aligned with business objectives and long‑term value creation.
Partner with executive leadership to align rewards philosophy with company culture, growth stage, and investor expectations.
Oversees the creation of policies and procedures to ensure the achievement of equitable and competitive employee compensation.
Compensation & Executive Rewards
Lead the design, benchmarking, and administration of salary structures, short‑ and long‑term incentive plans, and equity programs, including executive compensation.
Serve as a primary advisor on CEO and executive compensation, supporting Compensation Committee governance, proxy disclosures (where applicable), and pay‑for‑performance alignment.
Oversee annual compensation planning cycles, job architecture, and market pricing using biotech and life sciences benchmarks.
Equity & Incentive Programs (Biotech Focus)
Design and govern equity‑based compensation programs (e.g., PSUs, RSUs, long‑term incentives) critical to attracting and retaining scientific and technical talent.
Partner with Legal, Finance, and external advisors to ensure equity programs comply with SEC, IRS, and applicable global regulations.
Model compensation and equity scenarios to support hiring, retention, and organizational scaling decisions.
Benefits & Well‑Being Programs
Lead the strategic design and administration of health, retirement, wellness, and leave programs that support a diverse, global workforce.
Ensure benefits offerings are competitive and compliant with applicable regulations, including ERISA, ACA, COBRA, HIPAA, and global equivalents.
Monitor emerging benefits trends relevant to biotech employees, such as enhanced mental health support, caregiver benefits, and genomic workplace offerings.
Data, Analytics & Workforce Insights
Leverage workforce analytics and market data to inform decisions related to pay equity, program ROI, budgeting, and talent retention.
Develop dashboards and reporting for executive leadership and the Board, translating complex data into clear, actionable insights.
Partner closely with Finance on forecasting, cost modeling, and long‑term rewards sustainability.
Mergers, Acquisitions & Growth Enablement
Lead Total Rewards due diligence and integration during M&A, licensing deals, and rapid organizational growth.
Harmonize compensation, benefits, and equity programs across acquired entities while minimizing disruption and retention risk.
Support organizational design and workforce scaling in alignment with pipeline and commercialization milestones.
HR Systems & Governance
Promote alignment of Total Rewards technology and HRIS strategy (e.g., Workday), ensuring data integrity, scalability, and compliance.
Establish policies, controls, and governance frameworks to ensure audit readiness and regulatory compliance across all rewards programs.
Lead and develop a high‑performing global Total Rewards team, fostering a culture of accountability, innovation, and inclusion.
Qualifications
Education & Experience
Bachelor’s degree required; Master’s degree or MBA preferred.
Minimum of 20 years of progressive Total Rewards experience, including compensation and benefits, with 15+ years in a senior leadership role.
Experience in biotechnology, life sciences, pharmaceuticals, or similarly regulated industries strongly preferred.
Deep expertise in executive compensation, equity programs, and compensation governance.
Skills & Competencies
Strategic mindset with the ability to translate business strategy into scalable talent solutions.
Strong executive presence with the ability to influence senior scientific, technical, and business leaders.
Proven ability to design and scale innovative, competitive Total Rewards programs in high‑growth environments.
Strong analytical and financial modeling skills, with advanced Excel proficiency.
Demonstrated success influencing C‑suite leaders and Boards of Directors.
Expert knowledge of employment and benefits regulations, including ERISA, ACA, FMLA, COBRA, ADA, and applicable global laws.
Experience with HRIS and compensation tools; Workday experience preferred.
Professional certifications such as CCP, CBP, CEBS, SPHR are a plus.
Physical Requirements & Travel
Office‑based environment.
Prolonged periods of sitting and computer use.
Domestic and occasional international travel as required (approximately 10–25%).
The estimated base salary range for the Vice President, Total Rewards role based in the United States of America is: $278,800 - $418,200. Should the level or location of the role change during the hiring process, the applicable base pay range may be updated accordingly. The range reflects long‑term growth in the role; therefore, most candidates are hired between the minimum and middle of the range. Placement depends on experience, skills, location, and internal equity. Additionally, all employees are eligible for one of our variable cash programs (bonus or commission) and eligible roles may receive equity as part of the compensation package. We offer a wide range of benefits as innovative as our work, including access to genomics sequencing, family planning, health/dental/vision, retirement benefits, and paid time off.
We are a company deeply rooted in belonging, promoting an inclusive environment where employees feel valued and empowered to contribute to our mission. Built on a strong foundation, Illumina has always prioritized openness, collaboration, and seeking alternative perspectives to propel innovation in genomics. We are proud to confirm a zero-net gap in pay, regardless of gender, ethnicity, or race. We also have several Employee Resource Groups (ERG) that deliver career development experiences, increase cultural awareness, and offer opportunities to engage in social responsibility. We are proud to be an equal opportunity employer committed to providing employment opportunity regardless of sex, race, creed, color, gender, religion, marital status, domestic partner status, age, national origin or ancestry, physical or mental disability, medical condition, sexual orientation, pregnancy, military or veteran status, citizenship status, and genetic information. Illumina conducts background checks on applicants for whom a conditional offer of employment has been made. Qualified applicants with arrest or conviction records will be considered for employment in accordance with applicable local, state, and federal laws. Background check results may potentially result in the withdrawal of a conditional offer of employment. The background check process and any decisions made as a result shall be made in accordance with all applicable local, state, and federal laws. Illumina prohibits the use of generative artificial intelligence (AI) in the application and interview process. If you require accommodation to complete the application or interview process, please contact
[email protected]. To learn more, visit: https://www.dol.gov/ofccp/regs/compliance/posters/pdf/eeopost.pdf. The position will be posted until a final candidate is selected or the requisition has a sufficient number of qualified applicants. This role is not eligible for visa sponsorship.
